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Alice Stevens
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Central Arizona Fire and Medical - 8603 E. Eastridge Dr.

.. Page 2 Call volume by hour vs weekday.

between what you have a right to do and what is right to do.

money for the Honor Guard and Pipes& Drums.

portion of the proceeds from cars sold to the group.

Come out and join us for a BBQ along with the presentation of

1 Central Arizona Fire and Medical E. Eastridge Dr., Prescott Valley, AZ October 25, 2018 This Edition: The Chief s Desk..... Page 2 Why it s important for leaders to admit their mistakes... Page 2 Call volume by hour vs weekday.page 3 Why some managers don t listen, and the cures.... Page 5 Stuff that s Happening..... Page 6 Quote of the Week Ethics is knowing the difference between what you have a right to do and what is right to do. Potter Stewart The Findlay Automotive Group is helping raise money for the Honor Guard and Pipes& Drums. Throughout the month of October they will be donating a portion of the proceeds from cars sold to the group. This will be the last Saturday for us to be at Findlay. Come out and join us for a BBQ along with the presentation of colors by the Honor Guard and music by our Pipes and Drums Band. We will be there from Freitag, Tharp and Chase will be supporting the cause by staffing the grill. We ll be at the GMC dealer this time New Trucks!

The Chief s Desk What do ethics mean to you? In just about every interview, we ask the candidate the following question: What do ethics mean to you? Fair question, I think.

I m posing the question because maybe it s not as cut and dry as one might think. When a person says doing what s right, what standard are they using as a measurement? Laws are not always ethical.

In general terms, ethics is about doing the right thing, but what standard do we use. I hate to say it, but watch the news sometime.

2 The Chief s Desk What do ethics mean to you? In just about every interview, we ask the candidate the following question: What do ethics mean to you? Fair question, I think. The standard answer is doing what s right even when no one is around. Straight forward, but seems text bookish. If our thought is that the answer is text book, then what are we looking for? I m posing the question because maybe it s not as cut and dry as one might think. When a person says doing what s right, what standard are they using as a measurement? Laws are not always ethical. Societal norms are not always ethical. Religion can set an ethical standard, but as one scholar pointed out, not everyone is religious nor are all religions the same. In general terms, ethics is about doing the right thing, but what standard do we use. I hate to say it, but watch the news sometime. There are people who are just angry today who are protesting and perpetuating violence under the guise that it s a righteous cause. Does this somehow justify bad behavior? In my pee brain little mind, and based on my values as well as my ethical standards the answer is no. Upcoming Events: Oct 29 Nov 2: Captain s Academy Oct 29 Chief at Academy Oct 30 Chamber Breakfast, Statewide Mutual Aid, Career Survival Oct 31 Fire Chief s Round Table at Academy, Safe Trick or Treat Event Center, Event Memory Park Chino Nov 1- BC Academy Avondale Nov 2 AFCA Exec Board Meeting Board Meeting: November 26 th Administration CVFD CAFMA CYFD Continued Page 4 Why it s important for leaders to admit their mistakes By: Simma Lieberman from multibriefs.com Having worked with leaders in organizations who value inclusion for over 20 years as an adviser and facilitator, I ve developed a list of behaviors that are crucial for leaders who want to expand and sustain their influence. These behaviors are true for leaders in organizations of all sizes, whether corporate, government or nonprofits. In this article, I discuss the practice of selfreflection and making amends for mistakes or negative behavior. Relevant to today and every other day is acknowledging and taking responsibility for past, present and future actions that have negatively impacted others.

3 As a leader of people and ideas, you create the environment and set the example for how you want your employees to behave. In any organization it s important for everyone to admit mistakes and correct them. Your employees won t take responsibility for their mistakes if you don t. If you create a culture of denial and cover-up by your actions, and refuse to acknowledge a wrong decision, a past indiscretion that s business-related or even an old offensive social media post, your employees will do the same. If you don t admit your mistakes to them, your employees will most likely cover up their mistakes and even lie or place blame elsewhere to not be found out. More Call Volume by Hour vs Weekday GIS/Statistician Michael Freeman The chart below, put together by Michael Freeman, gives us a good overview of when the majority of our call volume occurs by time of day. This is good information to have as we look to the future with ARU s, staffing engines, and community paramedicine. We also look at the type of call by time of day.

Chief s Desk Continued So, how then do we decide what is right? First and foremost we need to identify our moral compass as individuals, as organizations, as communities, and as a society.

4 Chief s Desk Continued So, how then do we decide what is right? First and foremost we need to identify our moral compass as individuals, as organizations, as communities, and as a society. We need to practice integrity in all of our dealings in short, be honest. For the lawyers in the room, we can phrase it as one should not make misstatements of fact. Easy enough, you would think. Ethics is a standard of right and wrong. At CAFMA, we have our Compass which clearly articulates the philosophies that guide our actions, and establishes a very simple to follow standard of acceptable behavior as well as sets overarching expectations. Is violating a rule unethical? It can be, but then again may be not. What rule was it, and why was it violated? If our Compass tells us that we need to exceed the expectation of our customers, is it conceivable that we may run into a policy or SOG that doesn t allow us to do what is in the best interest of the person we are serving at the time? The answer is yes. In those instances, we encourage and expect that individuals will make the decision in the best interest of all parties involved. Ultimately, we want you to be empowered to make the right call, and then be able to explain why the decision was necessary. After that, we have to decide if we have a policy/ SOG issue, or if we simply had a singular situation that required us to do something out of the norm. I ve been there, had the follow-up conversations, and been given direction for the future Now, would I make the same decision again given the same situation? Damn right I would! It was the right thing to do given the circumstances. I think we can all agree that lying, cheating, stealing or other unlawful or immoral acts are examples of unethical behavior. What I m talking about in the preceding paragraphs is making a decision based on a core set of values that we set as a collective based on sound philosophies and a clear understanding of right and wrong. Ethics also means that we must regularly re-evaluate our standards to ensure they are in line with what we know to be right. We ve talked before about developing a core philosophy, and that the core rarely changes. Our core says we give second chances where appropriate, it also says we act as professionals, train as professionals, and treat each other with compassion and respect. These reflect standards that simply should not change as CAFMA continues to progress as an organization. Our mission and vision may evolve, but our core is unwavering. Ethics/ethical behavior is also the act of respecting the rights and dignity of others which includes being accepting of our differences. CAFMA currently consists of 150 employees. I d say it s a safe bet that we have 150 different people in our organization i.e. there are no two people that think, act or believe exactly the same. We are an eclectic bunch of professionals who work for a common purpose, and for a common goal, but each with our own ideas of how we proceed. Someone once told me, If we agree on everything, then one of us is not needed. True statement. It takes a variety of people with a variety of backgrounds to make an organization work. The trick is we have to be accepting of our differences,

professional enough to have crucial conversations without fear of reprisal, and exercise our ability to listen. Not just listen, I mean actively listen to understand what the other person is saying.

However, we can have those conversations without a fear of impacting a relationship, and we listen to each other.

5 professional enough to have crucial conversations without fear of reprisal, and exercise our ability to listen. Not just listen, I mean actively listen to understand what the other person is saying. It s a skill that requires constant practice. As an example, Senior Staff meetings do not go for hours because we agree on everything. However, we can have those conversations without a fear of impacting a relationship, and we listen to each other. We have dialogue, sometimes spirited, come to a decision, and walk out on the same page. No, not because the Chief says, but because we have all had our say, had people listen to our concerns, have respect for our differences, make a decision in the best interest of the organization, and move forward. In the end, we support each other, because it is the right thing to do. A HA! The right thing to do based on respecting the rights and dignity of others, or acting ethically and as professionals. So, I started this diatribe by posing a standard oral board question, What do ethics mean to you? Doing the right thing is an answer, but truly the answer to what ethics means is a lot more philosophical. From what I know at this juncture in my life, there doesn t seem to be one black and white definition. Yet, for me, it seems so straight forward. In my mind ethical behavior includes treating people with respect and dignity, having integrity, being honest and having the courage to do what is truly right despite what may be a societal or group norm. What individuals and organizations need is to develop their moral compass, a set of personal as well as group values, and adhere to the general principals of treating each person with respect. Our differences make us unique, and are what make our organization great. Side note this writing is not because of something internal. I will be teaching Professional Standards and Ethics starting in January for NAU. Researching for the class sent me down this rabbit hole. Why Managers Don t Listen (Poor Listener Syndrome): and the Cures! By: Dan McCarthy from Greatleadershipbydan.com One of the most important skills for any manager is listening. Listening demonstrates respect, concern, an openness to new ideas, empathy, compassion, curiosity, trust, loyalty, and receptivity to feedback all considered to be qualities of an effective leader. Listening isn t rocket science. We are born with the ability to listen, yet somehow managers, at some point in their careers, seem to forget how to use this natural born gift. Listening is one of the most consistently lowest rated behaviors in 360 degree feedback assessments for managers. It s a management disease Poor Listener Syndrome (PLS)!

6 Actually, it s not just managers that don t listen it s also employees, husbands, wives, kids, students, teachers, and just about human being with two ears. However, this is a management and leadership resource, so we ll stick with listening in the context of a management skill. So if listening is such an important management skill and it s an ability we were born with, why do so many managers get feedback that say they are poor listeners? That s an issue I ve explored with several managers when I review their 360 assessment results. Here are the seven most frequent reasons, and a prescription for each cause: More Stuff That s Happening Truck 50 is in service! It was great to see so many families and community members out to help us christen the new Truck, and to say thank you for your service to the old. Retired Captain Leyboldt was on hand to assist in the ceremony. For those that do not know, he was instrumental in getting the old truck. I m sure it was bittersweet for him to see the old one go, but how cool to take part after retirement in putting the new one in service. Retired Captain Steward was there assisting and taking part as he always does. It is great to see retirees taking an active role in our organization, continuing to help us move forward! And, the leather work as well as the artistry Dean has so graciously provided is simply a blessing. I d like to once again thank Captain JK for his coordination of the christening, and for the work of the Honor Guard. Without them, these types of ceremonies would not happen. To Firefighter Copenhaver and the rest of the Pipes and Drums Band what can I say other than WOW! I m not sure how you do it, but your music and performance gets more amazing every time. The hours upon hours of practice, irritating your significant others, pays dividends gentlemen! The annual Captain s Academy will be held at CARTA all next week. Once again, the class is at max capacity with participants from all over the State. Written testing for 5 new firefighters was completed Wednesday evening. Oral boards will take place the first full week of November. I believe the panel will interview 25 applicants, and then send a number of participants forward to the Chief s interview. The Chief s interview will include me, Chief Polacek, a BC from Battalion 6 and a BC from Battalion 3. Patty has hijacked my calendar for November 13 th, so it seems Chief s interviews will take place that day The academy will start late January or early February. There is an individual in FB land calling himself Yavapaiaz. This person has 6 or 7 FB pages claiming to be a fire protection association, and/or a volunteer wildland group. We are keenly aware that he has

7 scheduled a fundraiser in front of the PV Walmart on November 7 th, and has started a poll to see whether or not they should build their first station in Prescott Valley or Chino Valley. We are aware of what he is saying, the different FB pages, etc. This is a scam, and we have involved PD. We do know his real identity as well as his record. He was chased out of Pima County by the media for perpetrating the same type of scam.

T50 Dedication Ceremony

T50 Dedication Ceremony Central Arizona Fire and Medical - 8603 E. Eastridge Dr., Prescott Valley, AZ 86314 October 19, 2018 This Edition: The Chief s Desk..... Page 2 Don t be that Guy! From a Chief who was. Page 2 All The World's